Human Resources Specialist/Manager
Human Resources Specialists and Managers play a crucial role in managing the workforce within organizations by overseeing recruitment, training, and employee benefits. They support job seekers and companies through job placement services, conducting interviews, and offering training related to benefits such as health insurance and retirement plans. This occupation requires a bachelor’s degree and typically demands five or more years of related work experience. With a median annual salary of approximately $136,350, the field is experiencing a faster-than-average growth rate of 5%, indicating a healthy job outlook.
These professionals work in diverse environments, including corporate offices, staffing agencies, and educational institutions. Their responsibilities can vary widely based on specialization, with tasks ranging from conducting job evaluations and coordinating hiring processes to staying updated on labor laws and company policies. Successful human resources specialists exhibit strong problem-solving skills, emotional intelligence, and the ability to connect with individuals from various backgrounds. As technology evolves, including the integration of artificial intelligence, the role of human resources is also adapting, creating new challenges and opportunities within the field.
Human Resources Specialist/Manager
Snapshot
Career Cluster(s): Business, Management & Administration
Interests: Business, human behavior, working with many different kinds of people, solving problems, resolving conflict
Earnings (Yearly Median): $136,350 per year $65.55 per hour
Employment & Outlook: 5% (Faster than average)
Entry-Level Education Bachelor's degree
Related Work Experience 5 years or more
On-the-job-Training None
Overview
Sphere of Work. Human resources specialists and managers, also referred to as human resources professionals, vocational specialists, or benefits specialists, provide job training and job placement support services to individuals and companies, recruit workers, conduct job interviews, refer clients for jobs, or supervise the hiring process. Human resources specialists and managers may also provide training for employees and staff on benefits-related issues, such as health benefits, paid time off, educational benefits, insurance and retirement benefits, and taxes.
Work Environment. Human resources specialists and managers spend their workdays seeing clients in a wide variety of settings, including corporate human resources or staffing departments, job counseling and placement agencies, and college and university career counseling offices. Human resources specialists and managers have a fixed office where they see clients but may also travel to see potential job candidates or attend job fairs. Given the diverse demands of human resources work, human resources specialists and managers may need to work days, evenings, and weekends to meet client, department, or company needs.
Occupation Interest. Individuals drawn to the human resources profession tend to be intelligent and have the ability to quickly assess situations and people, find resources, resolve conflicts, and solve problems. Those most successful at the job of human resources specialist and manager display traits such as time management, knowledge of human behavior, computer skills, and business savvy. Human resources specialists and managers should enjoy spending time with a wide range of people, including those from diverse cultural, social, and educational backgrounds.
A Day in the Life—Duties and Responsibilities. The daily occupational duties and responsibilities of human resources specialists and managers will be determined by the individual’s area of job specialization and work environment. Specialties of human resources specialists and managers include recruiting, vocational assessment, staffing, interviewing, job training, job placement, and benefits training.
Human resources specialists and managers may recruit job candidates, interview possible job candidates, visit job fairs at colleges and universities, and conduct job candidate evaluations to assess vocational aptitude, work history, and job readiness. They make hiring recommendations, conduct background checks, and coordinate drug tests for new hires. Human resource specialists and managers also review job listings and forums to stay informed about available jobs within their business and industry, and they must develop connections and familiarity with local employment agencies. Supervising a staff of human resources specialists or assistants also falls under the purview of this job.
Human resources specialists and managers must keep up to date on current best practices in their field. They may be expected to write or update an employee handbook describing company policies, such as dress, work relationships, email standards, and time off. They must take time to stay informed about current labor laws, trends, and regulations. They are responsible for conducting benefits workshops and training seminars for employees and staff on benefits-related issues, such as health benefits, paid time off policies, educational benefits, life insurance and retirement benefits, and taxes. Human resources managers also direct human resources employees and the human resources department at large.
In addition, all human resources specialists and managers are responsible for completing employee records and required documentation, such as job referral forms, on a daily basis.
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Occupational Analysts (166.067-010). Occupational Analysts do research to classify jobs and describe the effects of trends on workers.
Employee Welfare Managers (166.117-014). Employee Welfare Managers provide programs for employee safety, health, recreation, counseling, and other services.
Industrial Relations Directors (166.117-010). Industrial Relations Directors formulate policy, oversee labor relations, and negotiate agreements.
Benefits Managers (166.167-018). Benefits Managers handle a company’s employee benefits, especially health insurance and pensions.
Education and Training Managers (166.167-026). Education and Training Managers supervise specialists in skill development, learning, and morale.
Labor Relations Managers (166.167-034). Labor Relations Managers support management with wage, labor law, and other information.
Conciliators (169.207-010). Conciliators advise labor and management to prevent and resolve disputes over labor issues.
Arbitrators (169.107-010).Arbitrators settle disputes, binding both labor and management to labor contracts.
Work Environment
Immediate Physical Environment. The immediate physical environment of human resources specialists and managers varies according to their company size, geographical location, and job specialization. Human resources specialists and managers involved in job placement and benefits training spend their workdays seeing clients in corporate human resources and staffing departments, while human resources specialists and managers involved in employee recruitment spend their workdays visiting job training and placement programs and college and university career counseling offices.
Human Environment. Human resources specialists and managers work with a wide variety of people. They should be comfortable meeting with potential job candidates, colleagues, staff, supervisors, college and university students, and unemployed people.
Technological Environment. Human resources specialists and managers use computers, smartphones, cars, and Internet communication tools to perform their jobs. They should be comfortable using computers to access employee records as well as post available positions online.
As in many other occupations, artificial intelligence, or AI, is expected to play an increased role in human resources. This will generally mean new technology to train on and use. It will also mean changes to how human resource professionals approach employee recruitment and retention, as the adoption of AI eliminates some jobs and creates fear among workers that it will eliminate theirs.
Education, Training, and Advancement
High School/Secondary. High school students interested in pursuing a career in human resources should prepare themselves by developing good study habits. High school courses in foreign languages, psychology, and writing will provide a strong foundation for work as a human resources specialist and manager or college-level work in the field. Due to the range of human resources job requirements, high school students interested in this career path will benefit from seeking internships or part-time work that expose the students to managerial roles and diverse professions.
Postsecondary. Postsecondary students interested in becoming human resources specialists or managers should work toward a bachelor’s degree in human resource management or a related field. Classes in psychology, business administration, and foreign languages may also prove useful in their future work. Postsecondary students can gain work experience and potential advantage in their future job searches by obtaining internships or part-time employment in career placement or job training programs.
Professional associations frequently offer virtual learning opportunities, seminars, and conferences on human resources topics. Such organizations may also provide voluntary certifications, which may be a prerequisite for employment in some areas, enable a generalist to specialize, or help a specialist advance into management. Continuing education is usually required to maintain or renew certifications. An advanced degree may be necessary for certain management positions.
Related Occupations
− General Manager and Top Executive
− Lawyer
− Management Analyst and Consultant
Bibliography
“Human Resources Managers.” Occupational Outlook Handbook. Bureau of Labor Statistics, US Department of Labor, 17 Apr. 2024, www.bls.gov/ooh/management/human-resources-managers.htm. Accessed 24 Aug. 2024.
Meister, Jeanne. "The Top Ten HR Trends That Matter Most In 2024." Forbes, 4 Jan. 2024, www.forbes.com/sites/jeannemeister/2024/01/04/the-top-ten-hr-trends-that-matter-most-in-2024/. Accessed 24 Aug. 2024.
"Occupational Employment and Wages, May 2023: 11-3121 Human Resources Managers.” Occupational Employment Statistics. Bureau of Labor Statistics, US Department of Labor, 3 Apr. 2024, www.bls.gov/oes/current/oes113121.htm. Accessed 24 Aug. 2024.